High performance workplaces differ from traditional workplaces in terms of operational effectiveness, stress and workplace dynamics. High performance workplaces are more open to experience new methods and techniques as the business is evolving. Traditional workplaces are by the book and stuck in their ways and do not want to test new processes. Below you will see the different examples on how high performance organizations operate versus traditional organizations.

High performance organization

Customer focused

Planning and coordination done by teams

Jobs are broadly defined and employees posses multiple skills

Minimum of rules. Values and common sense govern behavior

Employee viewed as partners

Traditional performance organization

Internally focused

Planning and coordination done by management

Specialized and narrowly jobs

Uniform and strictly enforced policies.

Therapy dog

Work Stress

No stress

Do things by the book

Employees viewed as tools of management

High performance organizations are deeply entrenched within technological/electrical age and the effects resulting (Welton, 2010, para. 2). It is more effective to operate under the high performance module as it implements efficient, strategic operational models, stress reduction approaches and proper employee selection. In today's world, the most successful business practices are involved in high performance organizations.

High Performance Workplace

Today's modern workplaces are characterized by factors such as behavior, globalization, technology utilization, diversity, high performance, work-life balance. An organization which has adopted a set of working practices deemed to enhance individual and organizational performance. The concept of the High-performance Work Organization (HPWO) has evolved from research into the link between human resource management and organizational (CBS, 2010 p, 1). In such conditions, people in an organization have to change, learn and continuously develop themselves in...

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